Code of Conduct
NON-USE OF CHILD LABOR
No person shall be employed at an age younger than the age of 15 (or 14 where the law of the country allows) or, the age for completing compulsory education where such age is higher than 15.
NON-USE OF INVOLUNTARY LABOR
There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor, or otherwise.
FREEDOM FROM COERCION AND HARASSMENT
Each employee will be treated with dignity and respect. No employee will be subject to corporal punishment, threats of violence or any other forms of physical, sexual, psychological or verbal harassment or abuse.
NONDISCRIMINATION
No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement on the basis of gender, race, religion, age, disability, pregnancy, union membership, marital status, sexual orientation, nationality, political opinion, or social or ethnic identity.
FREEDOM OF ASSOCIATION
Each employee shall have the rights of freedom of association and collective bargaining, so long as such activity is conducted in a peaceful and lawful manner, without penalty or interference. In the absence of freedom of association laws, manufacturers must facilitate parallel means to provide workers the option to communicate confidentially and/or work in a collaborative manner to address workplace issues.
HEALTH AND SAFETY STANDARDS
Employers shall provide a safe and healthy working environment to prevent accidents, injury, and illness arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities. Employers shall comply with all applicable laws regarding workplace safety and health, however employers may be expected to substantially exceed such laws in the event that such local laws do not provide adequate protection. At a minimum, employers should provide reasonable access to potable water and sanitary facilities, fire safety, adequate lighting and ventilation, and reasonable assurance of personal safety. Such minimum standards must be met both in workplaces as well as in any employer-provided housing.
FAIR COMPENSATION
We expect our partners to recognize that wages are essential to meeting employees’ basic needs. Our partners will, at a minimum, comply with all applicable wage and hours laws and including those related to minimum wages, overtime, maximum hours, piece rates and other elements of compensation and provide legally mandated benefits.
Wages shall be paid in a timely manner.
HOURS OF WORK
Except in extraordinary circumstances employees shall (1) not be required to work more than the lesser of (a) 48 hours per week plus 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country, if such laws are more restrictive, and (2) be entitled to choose to take at least one day off in every seven day period. Additionally, all employees will be entitled to either (1) all physically and legally required breaks during the work period or (2) at least one ten minute break every four hours worked and one thirty minute meal break per each eight hour shift. Extraordinary business circumstances will not justify work in excess of 72 hours per week for more than four months per year.
OVERTIME COMPENSATION
In addition to compensation for regular hours of work, employees shall be compensated for overtime hours at the greater of (1) the legally required or prevailing premium rate or (2) 1.5 times the regular hourly rate for hours in excess of 48 per week (or lower, if required by local law).
DISCIPLINARY PRACTICES
Partners shall develop appropriate mechanisms for resolving employee grievances. Such mechanisms should include at least the following components: (a) employees have a right to representation by a person of their own choosing during use of the grievance procedure, (b) employees have a right to express their viewpoint without fear of retaliation, (c) the result of use of such grievance procedure shall be documented, indicating clearly the reasoning behind all final resolutions of grievances. Such documents will be reviewable by Beth Adam to assure compliance with the code of conduct and fair treatment of employees.
Deductions from wages as a disciplinary measure shall not be permitted.
ENVIRONMENTAL IMPACT
Partners shall strive to minimize the negative impact of operations on the environment to the greatest extent possible.
USE OF SUBCONTRACTORS
All subcontractors are expected to express in writing their commitment to comply with the entirety of this TCC (Tulong Code of Conduct), including monitoring and compliance. Licensees will not use subcontractors for the manufacture of Repair the World merchandise without Tulong’s express written consent, and only after the subcontractor has entered into a written commitment with Tulong to comply with this Code of Conduct.
ADDITIONAL ITEMS
Should there be a prevailing industry standard higher than those minimums enunciated above, the higher standard should be met.
Tulong will have oversight of licensees to monitor compliance with this Code of Conduct. Partners agree to provide all data and access necessary, including unannounced on-site inspections of facilities, reviews of books and records relating to employment matters; and private interviews with employees to monitor compliance. Licensees will maintain on site all documentation that may be needed to demonstrate compliance with this Code of Conduct. Oversight may be performed by a 3rd party.
PUBLICATION OF THIS CODE OF CONDUCT
This code of conduct shall be translated into local language(s), provided in writing (in local languages) to all employees and posted (in local languages) in a prominent location readily accessible by all employees in the workplace.